Working in cybersecurity goes far beyond information technology, but classifications in place at the Office of Personnel Management might have limited incentives agencies can offer talent that might not appreciate being pigeonholed that way, according to a new white paper out from the congressionally mandated Cyberspace Solarium Commission.
“This impacts recruitment particularly because job titles align with OPM occupational series, and many job candidates well-suited to this interdisciplinary work may hesitate to apply to a job labeled ‘IT Specialist (Security),’” the document reads.
Recruitment is one of five elements the white paper says should guide development of a federal cyber workforce strategy. The strategy should be established by a national cybersecurity coordinator, which is the subject of another of the commission’s recommendations.
The other elements that should underpin a strategy to finally overcome one of the most intractable challenges in cybersecurity—one in three government cyber posts remain vacant, according to the commission—are organization, development, retention and the stimulation of growth.
“We need to focus on growing cyber talent among those in the earliest stages of their K-12 schooling, but we also need mentors—diverse mentors—who allow our young people to envision a fulfilling career for themselves in the cyber workforce,” Rep. Jim Langevin, D-R.I., a member of the commission, said in a press release Tuesday. “We can’t post an entry-level cyber job and expect individuals applying to have three years of experience.”
Allowing agencies flexibility on how they hire and pay cybersecurity workers cuts across multiple elements identified by the commission, including the government’s ability to retain staff who could o ..
Support the originator by clicking the read the rest link below.
